Latest news

Our powerful suite of hiring tools will still be helping drive recruitment for some of ANZ’s biggest companies while we continue to develop some ambitious new initiatives under INSIDE’s leadership.

Practical ways to get off the starting blocks when you've got to fit attraction and recruitment marketing activity in around your normal talent acquisition tasks.

It’s the question on every high-volume recruiter’s lips – where are the candidates? There’s a lot of chat about COVID and immigration, but is it really that simple? We went looking for answers.

Struggling to recruit at scale for retail roles? You could be looking in the wrong places. Here’s our guide to expanding your search for staff and paring down your application process.

From Spotify’s impressive design to Walmart’s ease of use, Weirdly looks at all the best recruitment websites of 2022. How do they manage to captivate their audience, drive applications and build their talent communities? We find out.

From wrapping up the pandemic to approaching Gen Z candidates, Weirdly covers the top four recruitment trends for 2023 so you can stay ahead of the game.

Not sure how to optimise volume hiring? It’s about the right channels, the best messaging and a recruitment process that works for your target applicants.

Weirdly’s hands-free interview scheduling is built on an integration with Calendly to put the power back in candidates’ hands.

Take too long to fill a role, and you not only risk a higher cost-per-hire, but you’re likely also missing out on fast-moving, high-quality candidates. We’ve got some tricks up our sleeves for reducing time-to-hire.

With peak around the corner, Weirdly looks at the tools and strategies you can use to make your job more effective. From easy friend referrals to a super-slick candidate experience, make sure you're prepped and supported for the busy season!

Efficiencies and metrics are the lifeblood of high-volume recruitment, but they can mean losing sight of the people at the other end of the process. Weirdly has three reminders to help you put humans at the forefront once again.

Let’s be real, in the world of high-volume recruitment a lot of Gen-Zs you're engaging with will be just kind of thinking about maybe looking for a job. Any effort, even if that’s just typing their email address, will send it straight to the too-hard basket. Enter our Single Sign-On feature.

According to the Aussie Bureau of Statistics, almost 79% of businesses say they just don’t have enough people applying. Here’s how to use social to get as many candidates into your talent pool as possible.

Got a bunch of different job types you need to recruit for? Easy. Weirdly’s new feature means candidates apply, you manage everything in one place and design as many workflows as you have role types. Here’s how it works.

Refer-A-Friend is an easy way to boost candidate sourcing without boosting your workloads – the candidates do all the digging to uncover a treasure trove of passive job seekers. Better still, the very act of inviting their mates will reengage the candidates already in your talent pool.

Social platforms are a key part of candidate acquisition in volume recruitment. But how do you make sure you’re cutting through the frenzied noise of social media, so candidates will actually see your posts? Here are some techniques and a handy template to make it easy.

It's our birthday! To celebrate, we thought it was time to look back and where we've come from at where we're headed.

When you’re managing high-volume recruitment, you need Gen Z eyeballs, and for that you need video. We’ve sorted that with this new feature.

Store managers can now lodge job requisitions within the Weirdly app – all from a mobile or tablet.

Our new bulk or single invite feature makes it easy to let your existing database register on your fancy new Weirdly talent pool or community. How? Easy. It all happens in your Admin console.

We’ve seen first-hand that doing high-volume hiring with an ATS better suited to HQ roles results in an exhausted recruitment team, a lacklustre candidate experience, lower retention stats and little-to-no information about diversity along the recruitment funnel. If it's time to find shiny new high-volume ATS here are the features it's simply got to have.

What happens when you switch to nose-to-tail hiring? You uncover hidden skills and talents and discover the best-fit candidates for the job and your organisation. Here's how.

High-volume recruitment doesn’t come without challenges, but there are ways to attract and hire great people, without compromising on candidate experience. We have the details here.

Gen Zs are anxious about applying for work, and they’ve got good reason to be. While finding their place in the world, they’re also dealing with finding jobs in a chaotic, COVID-ridden market. Here’s the good news – the simplest of changes will make all the difference.

Sometimes the simplest changes can create seismic shifts in the way you work with your Store Managers. And this dinky little feature – feedback – could be the one tweak you were waiting for.